Best practices of Human Resource Management

  Employee Engagement & Job Satisfaction Employee engagement and satisfaction are two major aspects in relation with employee’s performance (Armstrong, 2012). Job satisfaction often relates to factors which organization has control on it, such as, employee salary, incentive, and job security, whereas engagement has direct influence by the manager such as, job tasks, recognition, loyal and communication (Armstrong, 2012). Armstrong (2014), described that, the term job satisfaction, motivation, and commitment generally being replaced with the name “Engagement”, as it seems to have more descriptive power and value. Employee engagement is an individual purpose which focuses on personal initiative, adaptability, effort, and persistence directed towards achieving organizational goals ( Walker , 2017).   Job satisfaction known as the extent to which employees like their job role (Barden, 2017). Job satisfaction is based on perceptions of an employee which is developed through p...

1.0 Understanding employee engagement Employee engagement is a human resource concept that describes the enthusiasm and commitment an employee feels towards their work (Armstrong, 2012). Further, employee engagement known as commitment and thrive which motivate employees to do their best, for the benefit of themselves and organization success (Bakker, 2010). Engagement is all about the willingness and ability of the employees to give sustained flexible effort to help the organization to succeed in achieving their desired goals (Armstrong, 2012).   Schaufeli (2012), consider employee engagement as working condition of employee’s mind which demonstrated by three factors such as vigor, dedication, and absorption. Schaufeli (2012), stated that, engagement is a workplace approach designed to ensure that employees are motivated towards achieving organization’s goals. It keeps employee engaged by creating opportunities to connect with their top-level management, subordinates, and wider...

Employee Selection Methods Selection is choosing the right candidate, who is most suitable for a vacant position. The main aim of selection is to evaluate the suitability of candidates by predicting that they will carry out the job role and functions successfully (Armstrong, 2017). Selecting appropriate candidates depends on applicants KSAs, (Knowledge, Skill and Abilities), competencies, qualification, and experience (Armstrong, 2017). Selection process varies from organizations to organizations. A good selection process consists of five steps such as, interviews, selection test, references, medical test, and final selection (Armstrong, 2017). Importance of Interviews Conducting interview is important selection process, where both interviewer and candidate involve in face-to-face interactions of exchanging questions and answers (Pulakos, 2005). Through the structured interview interviewer will be able to identify candidate’s potential, of delivering answers, his/her skills, compete...

  Recruitment and selection are a core function of Human Resource Management, it is a process of identifying, screening, shortlisting, and hiring potential individual to full fill a vacant position in an organization (Armstrong, 2014). Gusdorf (2008) stated that, recruitment is a process of attracting individuals in a timely manner with appropriate qualification to apply for a job in an organization. Recruiting right candidate, at the right time, for the right job is especially important (Gusdorf, 2008). Selected candidate will use the organization resources effectively and efficiently to achieve the objectives of the organization with high level of satisfaction, and commitment to the offered job (Gusdorf, 2008).         Human resource (HR) recruitment and selection is an activity that is used to fill the vacancies in any organization by hiring a specific number and types of employees with different skills, attitude, and competences according to t...